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How do you manage and resolve conflicts or disagreements among stakeholders?

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As a full life cycle recruiter, you are responsible for managing the entire hiring process from sourcing to onboarding. This means you have to collaborate with various stakeholders, such as hiring managers, candidates, HR, and other recruiters. However, conflicts or disagreements among stakeholders can arise due to different expectations, priorities, preferences, or communication styles. How do you manage and resolve these issues effectively and professionally? Here are some tips to help you.

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1 Identify the root cause

The first step to resolving any conflict is to understand what is causing it. Is it a lack of clarity, alignment, or trust? Is it a mismatch of skills, values, or goals? Is it a personal or professional issue? By asking open-ended questions, listening actively, and empathizing with each stakeholder, you can uncover the underlying reasons for their dissatisfaction or frustration. This will help you avoid assumptions, judgments, or blame, and focus on finding a solution.

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Dr. Tina Flores, PMP

Talent Acquisition Manager | PMP | Recruitment Expert | AI fangirl | Business Strategist | Talent Whisperer | EI Enthusiast | MilSpouse | Ambivert | Data Nerd | Retention Maven | MBA/MSML @WGU | DBA @CapellaU
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Always determine the why. Getting a full understanding could present as the hardest and most stressful part, however, without understanding the legitimate center of the “problemsphere” you will not be able to move forward in the resolution process. This is why having a wholistic understanding of your team and surroundings with relationships based in trust is vital. That rapport will help to invite honest and critical information.

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Alex Carter

Talent @ Fidelity Investments
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You want to be able to utilize your skillset in building trust to let hiring managers know its okay to talk about the issues at play. Dig in on the root cause. Ask questions and then listen carefully. Don't take things as face value, prob into the responses and repeat the hiring managers answers to ensure there is alignment. Then provide action items on both sides to get to a solution.

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2 Communicate clearly and respectfully

Communication is key to managing and resolving conflicts. You should communicate with each stakeholder regularly, transparently, and respectfully. You should also use the appropriate channels, such as phone, email, or video, depending on the urgency and sensitivity of the issue. You should avoid using vague, ambiguous, or aggressive language, and instead use positive, constructive, and specific feedback. You should also acknowledge and appreciate each stakeholder's perspective, input, and contribution, and avoid making promises you can't keep.

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Alex Carter

Talent @ Fidelity Investments
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Utilize various formats to ensure that communication is at the fore front of the relationship. This may mean opening up to multiple forms (email, phone, teams/slack, etc) as each manager may need a different channel based on their experience and role. Set up recurring meetings to ensure that there is always a touchpoint. And end every conversation with next steps on when to connect.

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3 Negotiate and compromise

Sometimes, conflicts or disagreements can't be resolved by simply clarifying or communicating. You may have to negotiate and compromise with each stakeholder to reach a mutually acceptable outcome. You should identify the common goals, interests, and values that you share with each stakeholder, and use them as a basis for negotiation. You should also be flexible, creative, and realistic in finding alternatives or options that can satisfy each stakeholder's needs and expectations. You should also be willing to admit your mistakes, apologize if necessary, and accept responsibility for your actions.

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Alex Carter

Talent @ Fidelity Investments
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Effective arguments/discussions are good in a hiring manager/recruiter relationship. But you must come into the discussion with Data and insights to back up your position, as well as a "plan for action" to offer recommendations. However, be ready to be flexible to find middle ground. Being open to new ideas and ways or hiring is important, but finding a balance to structure is key to an effective relationship.

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4 Escalate if needed

In some cases, conflicts or disagreements may be too complex, serious, or persistent to be resolved by yourself. You may need to escalate the issue to a higher authority, such as your manager, HR, or senior leadership. You should do this only as a last resort, and after you have exhausted all other options. You should also do this respectfully and professionally, and provide sufficient evidence and documentation to support your case. You should also inform each stakeholder of your decision to escalate, and explain the reasons and implications.

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Alex Carter

Talent @ Fidelity Investments
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Know when to escalate. Not everything needs to be, and sometimes escalating can hurt the relationship if not presented correctly. In an escalation, it is important to ensure the hiring manager knows the escalation is for the purpose of moving the role along, or to help with challenges. Escalations should NOT be used to "throw them under the bus" for things you as a recruiter do not like in the process.

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5 Follow up and follow through

The final step to managing and resolving conflicts or disagreements is to follow up and follow through with each stakeholder. You should monitor the progress and results of the resolution, and provide regular updates and feedback. You should also evaluate the effectiveness and impact of the resolution, and identify any areas for improvement or learning. You should also celebrate and recognize the achievements and successes of each stakeholder, and thank them for their cooperation and collaboration.

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Alex Carter

Talent @ Fidelity Investments
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Follow up, Follow up, Follow up! Never let anything fall between the cracks. This shows the hiring manager that you are "on top of it", as well as provides a smooth and seamless candidate and client experience.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How do you manage and resolve conflicts or disagreements among stakeholders?

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2

3

4

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1 Identify the root cause

2 Communicate clearly and respectfully

3 Negotiate and compromise

4 Escalate if needed

5 Follow up and follow through

6 Here’s what else to consider

Full-life Cycle Recruiting

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